The importance of building an effective team is justified by the relevance of operational tasks and the variety of procedures applied at the organizational level. The distribution of roles in the collective can be performed by assessing the professional competencies of the participants involved for the productive implementation of specific objectives. For instance, assigning responsible employees to conduct situational-based interviews and evaluate the outcomes of interactions with respondents should be performed with an emphasis on staff experience to interpret relevant data adequately (Schmitt, 2012). The same goes for target work with clients; analyzing the behavioral characteristics of the target market through valid methods is an important aspect of the preparation of appropriate interventions designed to increase productivity (Schmitt, 2012). The ability to maintain open communication with target customers is an essential prospect for realizing the set marketing objectives and identifying weaknesses in existing operating practices based on the feedback received.
Opportunities for team building to achieve the goals set are wide. Along with professional factors to consider, cross-cultural aspects of interaction are crucial criteria for productive activities. The diversity of opinions and positions regarding specific steps and techniques may depend on the individual characteristics of the participants involved (Goldstein et al., 2017). In addition, productive team communication is a useful approach to enhancing individual professional competencies. Sharing knowledge in the team allows for expanding the participants’ skills and creating a favorable environment for generating valuable ideas, which, in turn, correlates with staff productivity (Goldstein et al., 2017). Therefore, stimulating interaction, while taking into account the individual characteristics of the group members and the level of staff training, is an important factor in the effective implementation of the objectives set.
Goldstein, H. W., Pulakos, E. D., Semedo, C., & Passmore, J. (2017). The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention. John Wiley & Sons.
Schmitt, N. (Ed.). (2012). The Oxford handbook of personnel assessment and selection. Oxford University Press.